Using AI in the Recruitment Process Guidelines

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Embracing AI While Managing Potential Risks

The Department for Science, Innovation and Technology has recently released the Responsible AI in Recruitment guide for organisations to floor when implementing AI systems into their recruitment processes.

The rapid proliferation of Artificial Intelligence (AI) has led to its incorporation in various sectors, acting as a catalyst for significant transformations, including those in recruitment and Human Resources. As organisations aim to incorporate AI systems procured from external suppliers, it becomes imperative to comprehend potential risks and establish the necessary risk management measures. 

Such an approach is pivotal in ensuring that an AI system procured aligns seamlessly with the AI regulatory principles prevalent in the UK and the broader goals outlined by the organisation. This careful assimilation of AI would serve as a stepping stone towards a technologically advanced yet secure future, where technology and company objectives map perfectly onto each other.

Discerning the Role of AI in Recruitment

Understanding the intended purpose behind procuring an AI system is crucial to successful implementation. A clearly defined purpose is a foundation that foretells the value and benefits that AI can extend to an organisation. 

For example, implementing a chatbot in the recruitment process could enhance operational efficiency, liberating employees from mundane tasks and allowing them to focus on more strategic activities. A comprehensive understanding of the system’s purpose mitigates misuse and assures it is leveraged for its intended applications.

Decoding the Functionality of the AI System

Understanding what an organisation wants to achieve with AI guides the development of functional requirements for the AI system. Preliminary consultations with suppliers can provide valuable insights into the feasible outputs and expectations from an AI system. 

Understanding desired outputs can drive a path towards a system that aligns perfectly with the organisational goals.

Integration of AI with Organisational Processes

Once the purpose and functionality of AI have been defined, the next important step is understanding how to integrate the system into the organisation’s current processes and how it interacts with employees. Consultations with potential system users can bring the necessary educational skills or training to the fore. 

The ability of employees to effectively engage with the system outputs is instrumental in building their confidence in using AI for decisions and recommendations.

Is it fair for everyone?

Implementing AI in the recruitment process raises concerns regarding potential disadvantages to applicants with disabilities or impairments. 

Adjustments are imperative to ensure compliance with section 20 of the Equality Act 2010, which seeks to prevent discrimination in employment practices in the UK. This becomes especially important when the AI system processes protected characteristics like race, ethnicity, and religion.

Conceptualising Data Protection and AI

The UK’s data protection framework, governed by the Information Commissioner’s Office (ICO) under the UK General Data Protection Regulation (UK GDPR) and Data Protection Act 2018 (DPA), plays a vital role in applying AI in recruitment. 

Organisations must seek competent legal advice and refer to the ICO’s AI guidance portfolio to ensure compliance. It’s essential to understand whether the AI system falls within the scope of Article 22 of the UK GDPR and perform a data protection impact assessment (DPIA) for it.

Building an AI Governance Framework

An AI governance framework assures the AI system’s accountability and prescribes how AI will seamlessly blend into existing business functions. It stipulates the organisation’s commitment to transparency regarding communication about using AI systems in the recruitment process. 

Developing an evolving and dynamic governance model in consultation with the organisation’s stakeholders, board members, and staff is essential.

Incorporating AI into the hiring process is an enormous task requiring careful consideration and planning. To ensure compatibility with regulatory principles and organisational goals, it is necessary to comprehend its purpose and functionality, providing for integration into existing processes, ensuring applicant accessibility, protecting data, and developing a robust AI governance framework. 

Enterprises should perceive these necessary steps as the foundation for the responsible utilisation of AI in their recruitment processes. 

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